Extrinsic Motivation The Power of External Rewards in Shaping Behavior
Introduction
Motivation drives people to act, persist, and achieve goals. It is generally divided into two types: intrinsic (doing something for its own sake) and extrinsic (doing something for an external reward or to avoid punishment). Extrinsic motivation plays a key role in shaping behaviors in education, work, and daily life.
What is Extrinsic Motivation?
Extrinsic motivation comes from outside the individual. People engage in certain behaviors not because they find them enjoyable, but because they expect some external outcome. Common examples include working for money, studying for grades, or exercising to gain approval.
Key Theories Behind Extrinsic Motivation
- Behaviorism (B.F. Skinner):
Emphasizes that behavior can be shaped by reinforcement—positive (rewards) or negative (removal of unpleasant stimuli). - Self-Determination Theory (Deci & Ryan):
Distinguishes between controlled (extrinsic) and autonomous (intrinsic) motivation. While intrinsic is ideal, extrinsic can be effective if internalized. - Expectancy-Value Theory:
Suggests that people are motivated when they value the reward and believe their effort will lead to success.
Types of Extrinsic Motivation (per Self-Determination Theory)
- External Regulation: Driven by rewards/punishment.
- Introjected Regulation: Motivated by guilt or pressure.
- Identified Regulation: Recognizing value in the task.
- Integrated Regulation: Fully internalized behavior aligned with values.
Applications in Education and Work
In Education:
- Students often aim for grades, scholarships, or praise.
- Rewards can initiate action but may reduce interest if overused.
- Best used to support, not replace, intrinsic motivation.
In the Workplace:
- Incentives like bonuses and promotions boost productivity.
- Helps align personal goals with organizational goals.
- Overreliance may lead to burnout or reduced satisfaction.
Extrinsic vs. Intrinsic Motivation
| Extrinsic Motivation | Intrinsic Motivation |
| Comes from external sources | Driven by internal satisfaction |
| Encourages task completion | Fosters creativity and passion |
| Best for short-term results | Better for long-term engagement |
Effective Use of Extrinsic Motivation
- Use rewards to acknowledge effort, not control behavior.
- Blend external motivation with meaningful goals.
- Provide positive feedback, not just material incentives.
- Avoid overusing rewards to prevent undermining intrinsic interest.
Conclusion
Extrinsic motivation is an important tool in influencing behavior, particularly for tasks that may not initially interest someone. When used wisely and balanced with intrinsic drivers, it can lead to increased engagement, better performance, and goal achievement. The key lies in thoughtful implementation that encourages long-term value, not just short-term gain.
References
- Deci, E. L., & Ryan, R. M. (1985). Intrinsic Motivation and Self-Determination in Human Behavior. Springer.
- Ryan, R. M., & Deci, E. L. (2000). Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology, 25(1), 54–67.
- Skinner, B. F. (1953). Science and Human Behavior. Macmillan.
- Wigfield, A., & Eccles, J. S. (2000). Expectancy–Value Theory of Achievement Motivation. Contemporary Educational Psychology, 25(1), 68–81.
- Eisenberger, R., & Cameron, J. (1996). Detrimental Effects of Reward: Reality or Myth? American Psychologist, 51(11), 1153–1166.
